effective team development and performance …
TRANSCRIPT
EFFECTIVE TEAM DEVELOPMENT AND PERFORMANCE MANAGEMENT: PLAYING NICELY
Annual Conference 2015
Dr. Angela Spranger, SPHR, SHRM-SCP
StepOne Consulting, LLC
THE AGREEMENTThis presentation will guide participants through the phases of team development, specific communication-based team dynamics, and critical – even “crucial” –practices to facilitate more effective communication and confrontation.
At the end, you will be able to:
Name the five stages of team development
Identify where conflict happens
Identify two types of conflict
Identify two ways you can proactively prevent conflict on project teams
Generate and share one method for effectively addressing interpersonal conflict on project teams
Use Emotional Intelligence to resolve future conflict / facilitate communication
AN INTRODUCTION TO EMOTIONAL INTELLIGENCE (EI, OR EQ)
Recognize and Regulate – foundation of Emotional Intelligence
Values congruence
Ethical agreement
Communication and understanding of personal and organizational values
Communication and validation of organizational ethical perspective
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EMOTIONAL INTELLIGENCE
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Self-Awareness
• Understanding your own emotions, strengths, weaknesses, values, and motives
Self-Management
• Controlling or redirecting our internal states, impulses, and resources
Social Awareness
• Understanding and sensitivity to the feelings, thoughts, and situation of others
Relationship Management
• Managing other people’s emotions
PREDICTIVE RELATIONSHIPS – THE WHYIf Y =
1. Customer loyalty
2. Organizational profitability
3. Employee productivity
4. Employee Turnover*
5. Safety and Health Data (Accidents)*
6. Absenteeism*
7. Merchandise Shrinkage*
*= negative relationships
XENG Y
XENG Y
Team Cohesiveness
External Challenges
Member Similarity
Team Size
Member Interaction
Somewhat Difficult Entry
Team Successes
TEAM COHESIVENESS OUTCOMES – WIIFM?!
Want to remain members
Willing to share information
Strong interpersonal bonds
Resolve conflict effectively
Better interpersonal relationships
STAGES OF TEAM DEVELOPMENT
• Intros
• Icebreakers
• YRWH / Purpose
FORMING
• Ground Rules
• Expectations
• Role Definitions
STORMING• Team Identity
• Affirmation of Purpose, Processes
• Tech and Tools
• Behaviors / Habits
NORMING
• Deliverables
• Process Improvement
PERFORMING• Next project / New
members
• Closure / Celebrations
• Lessons Learned
ADJOURNING / TRANSFORMING
(HOW) DOES YOUR TEAM FUNCTION?
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• What stage are we in?
• Forming
• Storming
• Norming
• Performing
• Adjourning / Transforming
• How’s our health?
• Are we a learning organization?
• An open system?
• Or dysfynctional?
FORMING, STORMING… STICKING POINTS!
Boomers
Every day, on time
Long, visible hours
Know what needs to be done
Do it without having to be told
No expectation of recognition
Xer / Millennial
There enough to get the job done
Nothing to prove
Effective output
Tell me what you expect
Clarify
Celebrate and praise
Good teams are committed to the team mission and to each other personally. Good leaders inspire and build this commitment and trust.
Lee Ellis
TEAM KEYWORDS IN A HEALTHY, LEARNING ORGANIZATION
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Meaningful tasks
Common purpose
Shared vision
Customer-centric
Clear priorities
Feeling of belonging
Sense of responsibility to the group
Opportunities for learning
Safe to discuss, disagree (constructive conflict)
Clear ways to evaluate and recognize achievements
CONFLICT RESOLUTIONConstructive (task) conflict
Conflict is aimed at issue, not parties
Produces benefits of conflict
Upper limit to any conflict, including constructive
Relationship (socioemotional) conflict
Aims conflict at the person (e.g. their competence), not the task or issue
Introduces perceptual biases
Distorts information processing
Conflict can be Good!
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CREATIVE FUNCTIONS OF CONFLICT
Conflict can arouse motivation to solve a problem that would otherwise go ignored
Need to reduce the threat or pressure around the issue
HOW?
Identifying and Reframing
Find the underlying issues, find the fairy dust
Honor the position but find the underlying issue
Reframe the issue as something we both care about
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CRUCIAL CONVERSATIONS
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• Responses?
– Avoid them
– Face them and handle poorly
– Face them and handle wellConflict!
Stakes are HIGH
LAW OF CRUCIAL CONVERSATIONS
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• By studying over 100,000+ participants, and 20
years of research, Patterson et al. found that:
– THE key skill of effective leaders and teammates
is the capacity to skillfully address emotional
and politically risky issues. Period.
SILENCE
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• Kills
84% of 7,000 doctors and nurses said they regularly saw people
take shortcuts, exhibit incompetence, or break rules, and said
nothing.
• Fails
Worldwide, THE predictor (with a 90% accuracy rate) of success or
failure was whether people could hold 5 specific crucial
conversations around scope, schedule, team member performance,
and needs for executive leadership
DIALOGUE IS THE ANSWER.
SKILLED COMMUNICATORS
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1. Respond 5x faster to financial downturns
2. Avoid injury or death due to unsafe conditions 60% more often
than their silent counterparts
3. SAVE over $1500 and an entire 8-hour workday for every time
they held a crucial conversation rather than avoided it
4. Substantially increase TRUST and reduce transaction costs (in virtual
teams)
5. Influence CHANGE in colleagues* who are bullying, conniving,
dishonest or incompetent
*93% of 1,000 respondents said that in their organizations there were employees who were
“untouchable” and that this damaged morale and performance
WHAT YOU REALLY, REALLY WANT
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• What do I really want for myself?
• What do I really want for others (the others
involved in the conflict)?
• What do I really want for this relationship?
AVOID the fool’s choice
Between peace and honesty, winning and losing
Require your brain to solve the more complex problem
1. What is it I really want?
2. What is it I really DON’T want?
3. How can I achieve what I really want, AND avoid what I really don’t want?
SILENCE, REVISITED
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• Masking – with passive aggressive language
– Sarcasm
– Sugarcoating
– Couching
• Avoiding
– Steering completely away from sensitive issues
• Withdrawing – exit the conversation / room
VIOLENCE
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• Name calling, monologuing, threatening
• Any strategy we use to convince, control, or compel others to our POV
• Violates safety by trying to force meaning into the shared pool of thought and
consciousness
1. Controlling – coercing others to your way of thinking by force, domination, changing the
subject
2. Labeling – naming a person or idea so we can dismiss them (Neanderthal, Good Ol’
Boy, HQ, Engineer, IT, HR)
3. Attacking – not only must I win, but I will make you suffer. Belittling.
STATE
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• Share your facts (your truth)
• Tell your story
• Ask for others’ paths (facts and story)
• Talk tentatively – tell your story without stating it as fact
• Encourage testing – make it safe for others to express
different or even opposing views
THE AGREEMENT - HONOREDBegin with a Bonus: Emotional Intelligence coaching to address conflict
Stages of team development
Where conflict happens
Two types of conflict
How to prevent conflict
Crucial conversations – what, when, and how to handle
Generate and share one method for effectively addressing interpersonal conflict on project teams
INTRIGUED?QUESTIONS?
CONNECT!
Twitter: @DrSpranger
Facebook: StepOne Consulting, LLC
LinkedIn / YouTube
Direct: [email protected]
Call: 757.880.8972